Senior Talent Acquisition Specialist

ENGIE Southeast Asia; Singapore; On-site; SGD 120,000 - 180,000; Full time

Job summary

ENGIE Southeast Asia is seeking a seasoned recruitment professional to lead end-to-end hiring of Non-Traditional Source (NTS) Technicians in Singapore. You will drive high-volume outcomes through proactive sourcing, pipeline development, workforce mapping, and close stakeholder partnerships.

You will manage lifecycle from sourcing and screening to offers, onboardings, and analytics, collaborating with Operations, Site Managers and HR to forecast manpower and meet hiring targets while ensuring

Qualifications

• Degree or Diploma in Human Resources, Business, or a related discipline.
• Minimum 5 years' experience in high-volume blue-collar recruitment.
• Strong focus on NTS Technicians or similar technical workforce populations.
• Proven success in direct sourcing and talent pipeline development.
• Strong knowledge of technician talent markets and non-traditional sourcing channels.
• Experience partnering with operational and site-based stakeholders.
• Excellent communication, stakeholder management, and influencing skills.
• Familiarity with ATS platforms and recruitment analytics.

Responsibilities

• Manage the full recruitment lifecycle for NTS Technician positions, from sourcing and screening to offer management and onboarding.
• Deliver hiring targets for recurring and high-volume technician requirements.
• Develop and execute sourcing strategies leveraging referrals, competitor mapping, trade networks, technical institutes, social media, career fairs, and community outreach.
• Build and maintain a strong pipeline of qualified technician talent to meet current and future workforce needs.
• Partner closely with Operations, Site Managers, and HR Business Partners to understand manpower requirements and hiring priorities.
• Provide market intelligence on talent availability, hiring trends, and sourcing effectiveness.
• Maintain accurate recruitment data, monitor hiring metrics, and ensure compliance with company policies and employment regulations.

Skills

High-volume recruitment

Sourcing strategies

Stakeholder management

Talent pipeline development

Communication

ATS platforms

Recruitment analytics

Education

Degree or Diploma in Human Resources or Business

Tools

ATS platforms

Recruitment analytics

Job description

Lead the end-to-end recruitment of Non-Traditional Source (NTS) Technicians to support business manpower requirements. This role is responsible for delivering high-volume hiring outcomes through proactive sourcing, talent pipeline development, workforce mapping, and strong stakeholder partnership.

Key Responsibilities:

• Manage the full recruitment lifecycle for NTS Technician positions, from sourcing and screening to offer management and onboarding.
• Deliver hiring targets for recurring and high-volume technician requirements.
• Develop and execute sourcing strategies leveraging referrals, competitor mapping, trade networks, technical institutes, social media, career fairs, and community outreach.
• Build and maintain a strong pipeline of qualified technician talent to meet current and future workforce needs.
• Partner closely with Operations, Site Managers, and HR Business Partners to understand manpower requirements and hiring priorities.
• Provide market intelligence on talent availability, hiring trends, and sourcing effectiveness.
• Maintain accurate recruitment data, monitor hiring metrics, and ensure compliance with company policies and employment regulations.

Requirements:

• Degree or Diploma in Human Resources, Business, or a related discipline.
• Minimum 5 years' experience in high-volume blue-collar recruitment, with a strong focus on NTS Technicians or similar technical workforce populations.
• Proven success in direct sourcing and talent pipeline development.
• Strong knowledge of technician talent markets and non-traditional sourcing channels.
• Experience partnering with operational and site-based stakeholders.
• Strong communication, stakeholder management, and influencing skills.
• Familiarity with ATS platforms and recruitment analytics.
• Good understanding of site operations, workforce challenges, and manpower planning.